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Second Order Insights from Holistic Talent Analytics


Talent analytics has been in vogue for quite some time now. It is being used in every conversation related to talent insights and is being touted as silver bullet for talent acquisition woes of enterprises. However, when you talk to enterprises, majority of them are just skimming the surface, when it comes to obtaining the relevant insights and benefits from their talent acquisition analytics. Enterprises tend to focus on getting just the first order insights such as 10% of positions were not filled on time. They don’t look for the why of it or bringing out the second order insights.

For the example discussed above, enterprises don’t look for insights on why these positions were not filled on time. Either they don’t want to go into the “why” or the “root cause analysis” or they do not have the requisite data or skillset for obtaining these insights. However, they need these second order insights to improve their recruitment function. The question that arises is – “How these enterprises can go about obtaining these insights?”. The answer lies in their tracking of the overall talent acquisition process and extent of exhaustiveness of the data that they can capture for every requisition.

Comprehensive tracking of recruitment process and capturing data right from the origin of requisition to the resumes submitted from various sources of candidates to the time it takes to shortlist a resume to the time to fill should be captured extensively to identify the “why” or the “root cause” of lackluster performance of the recruitment function.

In essence, four different types of analytics, when combined, offer the relevant second order insights. These include market analytics covering information around talent availability, talent cost and compensation and other information about the talent environment in different markets. The second type of analytics is around source analytics which includes tracking the performance of various sources of talent. The third type of analytics is around process analytics which is around the effectiveness of the recruitment process once the candidate is in the recruitment pipeline. This includes information like time to shortlisting candidates, time to interview, time to fill and time to onboard. The fourth type of analytics is not really a type but a comparison of sorts in form of peer benchmarking of different constituents of recruitment process.

Imagine a scenario where you can take a decision to look for candidates in particular area based on market analytics, engage the source with maximum conversions based on source analytics and fast track the assessment process and onboarding of candidate into the organization by leveraging process analytics. This will not only save humongous effort from all the constituents involved but will also result in direct cost savings by improving the effectiveness and efficiency of the recruitment process. Other indirect or soft benefits around lesser loss of productivity and better candidate quality and fit are the cherry on the cake.

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